Procedural fairness and work group responses to performance evaluation systems

In a variety of settings, procedures that permit predecision input by those affected by the decision in question have been found to have positive effects on fairness judgments, independent of the favorability of the decision. Two major models of the psychology of procedural justice make contrary predictions about whether repeated negative outcomes attenuate such input effects. If such attenuation occurs, it would lessen the applicability of procedural justice findings to some real-world settings, such as organizations, where procedures often provide repeated negative outcomes. The present laboratory investigation examined the procedural and distributive fairness justments produced by high- and low-input performance evaluation procedures under conditions of repeated negative outcomes. Thirty-five three-person groups of male undergraduates participated in a three-round competition. Groups either were or were not allowed to specify the relative weights to be given to two criteria used in evaluating their performance. All groups received negative outcomes on each of the three rounds. A second experimental factor varied whether or not the group learned after losing the second round that it could not possibly win the third and final round of the competition. Measures of procedural and distributive fairness showed that the high-input procedure led to judgments of greater procedural and distributive fairness across all three rounds. The input-based enhancement of fairness occurred regardless of whether reward was possible. The implications of these findings for theories of procedural justice and for applications of procedural justice to organizational settings are discussed.     

'Dat Var Negressen Walaida Snow'

This essay is about the jazz musician and black variety stage artist Valaida Snow and the years she spent caught in Nazi occcupied Denmark. Despite rumors that she was held in a concentration camp, this essay argues that she may in fact have been shielded from the occupiers by the Danes. This essay argues that a masculinist bias in popular cultural/jazz studies obscures the histories of black women expressive artists and limits theoretical possibilities in the study of performance. It argues that the study of black women performers demands the development of more supple analytical models that attend to the heterogeneity of black expressive forms.     

中草药添加剂对断奶猪肠道菌群与生产性能的影响

用杜仲叶、山楂、黄芪等中草药研制猪用饲料添加剂 ,对 4 0日龄断奶仔猪进行饲喂试验 ,观察其对断奶仔猪肠道菌群和生产性能的影响。试验结果表明 ,服用中药的 3组试验猪肠道中的乳酸菌和双歧杆菌均比对照组明显增高 (P <0 .0 5 ) ,而大肠埃希氏菌和肠球菌指数以及腹泻发生率则明显降低 ;日增重分别比对照组提高了 9.2 0 %、5 .5 0 %和 13.32 % ;料肉比分别比对照组降低了 9.80 %、6 .6 4%和 15 .0 3%。结果显示 ,该中草药饲料添加剂常规粉剂和提取物制剂均能促进仔猪肠道中有益菌的增殖 ,提高猪的生产性能。     

反相高效液相色谱法同时测定人血清中氯丙嗪与氯扎平的浓度

作者建立了同时测定人血清中氯丙嗪与氯扎平浓度的反相高效液相色谱(RP—HPLC)法。以利眠宁为内标,用环己烷—乙醚(1:1)混合溶剂提取血清中氯丙嗪和氯扎平。高浓度中毒者血清(>1ug/ml)则用乙腈沉淀后直接进行色谱测定。血清中氯丙嗪、氯扎平的方法回收率乎均各为98.5±4.0(SD)%,CV4.2%;99.9±4.1(SD)%,CV4.1%。两药在血清中的最低检测浓度为10ng/ml。本法应用于临床氯丙嗪、氯扎平合用药物的血浓度监测及司法中毒案例的分析,结果满意。     

Violence in Police Families: Work-Family Spillover

This article uses a path model to examine the relationship between violence exposure and domestic violence among police officers with the expectation that the relationships would be both direct and mediated. The mediation factors included burnout, authoritarian spillover, alcohol use, and department withdrawal. The model was tested through an analysis of data collected from 413 officers. Four mediation chains were identified; the most powerful of these was burnout and authoritarian spillover. Suggestions for future research include understanding violence in the context of unique workplace cultures, classifying violence types, and clarifying how this population defines violence and control.     

农村公共产品多元合作供给绩效的影响因素

农村公共产品供给绩效一直不高,农村公共产品的多元合作供给方式并没有根本缓解农村公共产品的供需矛盾。改善农村公共产品多元合作供给绩效的首要问题就是剖析其影响因素,探索促进合作关系顺利、稳定运行的因素和措施。针对此问题,文章在界定农村公共产品多元合作供给及供给绩效的基础上,以农村公共产品多元合作供给关系的演进过程为切入点,探讨如何促进合作关系的演进,并从中提炼能够形成稳定的合作关系、改善多元合作供给绩效的要素和路径,最后提出能够保证农村公共产品多元合作供给绩效实现的对策建议,以期为农村公共产品供给实践提供理论参考。     

干部选拔任用过程中规范和建立优先条件制度的探索

本文以河南省Z市干部选拔任用过程中业绩优先条件制度的探索为例,研究干部选拔任用的创新途径。该市在选拔任用干部过程中,根据干部使用导向设置了全局性优先条件、岗位优先条件和综合素质优先条件,分类制定了各项优先条件的标准和认定办法,严格将优先条件与干部选拔任用相结合,在实践中取得了良好的效果。